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The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators

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Abstract

This study drew on three theoretical perspectives – attribution theory, power, and role identity theory – to compare the job-related outcomes of sexual harassment from organizational insiders (i.e., supervisors and co-workers) and organizational outsiders (i.e., offend- ers and members of the public) in a sample (n = 482) of UK police officers and police support staff. Results showed that sexual harassment from insiders was related to higher intentions to quit, over-performance demands, and lower job satisfaction, whereas sexual harassment from outsiders was not significantly related to any of the outcome variables investigated. We also examined two moderator variables: equal opportunity support and confidence in grievance procedures. Consistent with our hypotheses, equal oppor- tunity support mitigated the effects of sexual harassment from supervisors on intent to quit and over-performance demands. Confidence in grievance procedures moderated the relationship between sexual harassment from supervisors and all outcome variables. Implications for theory and practice are discussed.

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Authors and Affiliations

  1. I. H. Asper School of Business, University of Manitoba, Winnipeg, MB, Canada

    M. Sandy Hershcovis & Tara C. Reich

  2. Institute of Work Psychology, University of Sheffield, Sheffield, U.K.

    Sharon K. Parker

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  1. M. Sandy Hershcovis
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  2. Sharon K. Parker
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Correspondence to M. Sandy Hershcovis.

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Hershcovis, M.S., Parker, S.K. & Reich, T.C. The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators. J Bus Ethics 92, 415–432 (2010). https://doi.org/10.1007/s10551-009-0165-2

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